I often get asked by clients, prospects, and others in our community what is keeping us busy these days. Recently, Fair Labor Standards Act (FLSA) and the pending regulation changes are a very hot topic. Clients are calling us frequently concerned about the pending FLSA regulations and what that means for their organizations.

I have recently been a part of conducting several HR Compliance and Effectiveness Assessments for our clients and one of the first questions we ask the executives and employees is, “What do you think Human Resources is responsible for?” We ask them to think in general terms and not just what HR is doing at their current organization.

"What are the best salary surveys I should use?" Is a question I recently was asked by an administrative assistant who was asked to research market data for her company.

As I previously wrote in another blog article, Common Problems with the Service Contract Act (SCA) Requirements, the requirements under the SCA are difficult to navigate. I have recently received questions on and worked with multiple clients on helping them classify their SCA workers; so here I wanted to go a little deeper on how to properly map your workers to the Wage Determination.

President Obama issued an Executive Order on July 21 amending Executive Order 11246 for Equal Employment Opportunity, making “our government…just a little bit fairer”. Executive Order 11246, signed by President Johnson in 1965, prohibits government contractors doing $10,000 worth of government business on an annual basis from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. In addition, the Executive Order requires those contractors to take affirmative action ensuring equal employment is afforded in all aspects of employment (this is why you have an Affirmative Action Program (AAP)).

Whether you are a manager or an HR professional, the following conversation probably sounds familiar to you: